5 Talent Management Mistakes To Avoid At All Costs

A businessman is looking at Sacrificing Your Culture

Are You Making Talent Management Mistakes?
Talent management is important. In fact, our organizational alignment research found talent accounts for 29% of the difference between high and low performing organizations regardless of industry.  Could that be you in the photo above…considering the talent you have, the talent you’d like to have and the talent you need to grow?

The Five Most Common Talent Management Mistakes
Before you make major decisions regarding your talent management strategy, you’d be wise to read through the following common talent management mistakes that too many leaders make.

#1.  Assuming Current High Performers Will be Future High Performers
Keep in mind that you will be asking more of your current high performers than you did before. Are they capable of handling more challenging responsibilities and, if so, do they have the skills they need to do so? There are few who can step into an expanded role without a lot of help and training.

Know that, out of your current pool of higher performers, only a rare few can succeed at higher, bigger and more complex roles without significant support and coaching.

#2.  Assuming Current High Performers Are Fully Engaged
Most high performers set challenging goals for themselves – both personally and professionally. If their goals are not aligned with company goals, or if they are not as challenged as they desire, they are retention risks. In fact, our best places to work employee engagement research shows that a quarter of high potentials intend to leave their current jobs within a year and a third confess to not giving their current job their full attention and commitment.

As a leader whose success is dependent upon the success of others, it is critical that you ensure your top talent has aligned goals and challenging work. Give them opportunities to participate in high level strategic planning so they have greater insight and connection into the company’s plans for the future.

#3.  Assuming Current High Performers Need Protection From Failure
So much learning comes after a misstep or two. High potentials need to be allowed to make mistakes so they can learn from them and grow. A good part of their development should involve greater levels of scope, problem solving and decision making.

That’s what good leaders do – put high performers in meaningful situations where they must stretch, be bold and take some calculated risks.

#4.  Assuming Current High Performers Can be Adequately Developed by Mid-level Managers
Once you have identified an elite group of high potentials, don’t abandon them or relegate their development to mid-level managers. They are your organization’s future and, as such, should be groomed and coached by proven company leaders who know what it takes to succeed at high levels in your unique organizational culture.

#5.  Assuming Current High Performers Should be Compensated Just Like Others in the Same Role
High performers give more, and they rightfully expect more. This is not a time to be equal. Extra effort and higher performance deserve a differentiated level of rewards and recognition commensurate with their contribution.

Our research tells us it is imperative that high performers feel that they will be recognized and rewarded if they contribute to the organization’s success if you want them to be engaged and retained.

The Bottom Line
Avoid the common talent management mistakes above as you groom your elite performers and build your leadership pipeline to execute your business and people strategies.

To learn more about getting the most from your talent, Download Talent Management Whitepaper: 1/3rd of the Talent Management Recipe for Success Whitepaper

Share:
Facebook Twitter Google+ Email LinkedIn

Comments are closed.

We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day management training program. Everyone who attended said it was by far the best management training program they had ever attended. The content was rich and highly interactive. The case studies were relevant. Each participant walked away from the training much better equipped to lead their teams.

Jeff Coon
Director of Human Resources

“We turned to LSA to help us custom design and deliver a leadership and management development curriculum to help drive performance. They have done an excellent job diagnosing the business situation, designing an approach that fits our culture, and delivering a first class solution.”

Sally Buchannan
VP Human Resources

LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

Margaret M. Mader
Vice President, Human Resources

Hyperion

LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.

Chris Wells
Vice President, HR and IT

I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

Phyllis Moracco
HR Director

I continue to be impressed by the level of leadership development and management expertise and quality of advice and facilitation that LSA has to offer. What a smart and client-centric group of great people who really know how to help leaders attract, engage, develop and retain top talent.

Tracy Esposito
Director, HR Business Partner

LSA custom designed a Management Development program that is absolutely “on target” for our technical managers. Their facilitator has done a superb job delivering the material in a way that is fast paced, highly interactive, and fun. She presents practical solutions to the people situations that our managers face every day. I regard LSA as an excellent partner that understands our business needs and a virtual member of our HR department.

Judith Onton
Vice President Human Resources

We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.

Jennifer Remling
Director of Global Recruiting

AKQA

We value our relationship with LSA Global. We came to LSA because we wanted to improve overall behavioral based interviewing capabilities of our managers to increase the probability of both hiring top talent and future leaders. LSA designed a highly customized solution for our business and culture. We are currently rolling out this solution to our leaders. I would highly recommend LSA Global as a top quality resource.

Rae Phillips
HR Project Manager - Training & Development, PHR

Avon’s success is dependent on strong relationships among our Customers, Representatives, Associates, and outside resources we hire to help us meet our business objectives. We were very pleased with the results from working with LSA Global to design and facilitate a custom program for our events management team. LSA demonstrated responsiveness, flexibility, and an innovative approach to working with us.

Deanna Rudnitsky
Senior Manager, HR Destiny Sales Region

Each program is preceded by an assessment of the participants. The course is then designed to fit the specific parameters and needs of the group. The highly interactive delivery is provided by recognized experts in their fields. On the spot coaching is provided during the program and each participant receives individual follow-up after the course. Courses can be delivered in-person or virtually. Given the nature of Cisco’s business and the way we operate, these remote workshops are a must for anyone who joins our company. Their work is eye opening. Great content and fantastic delivery.

Frank J. Kuypers
Business Development Manager

LSA has become the gold standard in team building and management training at Genomic Health! I have a hard time finding facilitators that come close to their level of customization, expertise and experience.

Emily Couey
Director of Human Resources

The Managing Virtual Teams program was extremely valuable. Your consultant/ facilitator’s fundamental knowledge of Synopsys as a company provided an incredible base to build upon while tackling the complications of managing and working with globally distributed teams. My team walked away walked away with highly useful practices and tools. It was an excellent use of our time.

Debra Martucci
Vice President, Information Technology

The Next Generation Management Development courses have helped me communicate more effectively with my peers and teammates. By utilizing effective communication techniques such as clarifying and confirming, and asking open ended questions, I have been able to clarify and understand information in situations where I would have otherwise asked limited questions and made false assumptions.

Robert Breckner
Firmware Engineering Manager

LSA’s consultant designed and delivered a half-day team building solution for our recent conference. It included careful customization to integrate the design with our new mission and values. Everyone had fun and identified key issues with our teamwork. Altogether a great program!

Bob Ward
Director of HR

Evaluate your Performance

Toolkits

Toolkits

Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.

More

Health Checks

Health Checks

Want to know how you stack up against leading organizations?  Receive a complimentary benchmarking analysis courtesy of an LSA Expert.

More

Whitepapers

Whitepapers

Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.

More

Methodology

Methodologies

First we identify the key metrics you want to improve. Then we assemble a dedicated team of elite experts who have successfully solved similar problems with similar clients.

More

Blogs

Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.

More

Case Studies

Client Case Studies

Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.

More